Agencies internally pan OPM’s bid to overhaul federal performance management - Government Executive

Editorial verdict

Credible investigative reporting. The internal agency opposition to OPM's forced distribution proposal is documented through primary sources, but the article reflects only one side of an active regulatory dispute — the administration's rationale remains incompletely represented.

Executive summary

This article addresses the Office of Personnel Management's proposed rulemaking to overhaul federal performance management, specifically its bid to institute forced distribution of performance ratings among federal employees. The author reports that nearly all federal agencies, in internal comments reviewed by Government Executive, opposed the proposal on grounds that it contradicts Merit Systems Principles, introduces arbitrary rating distinctions, and could expose agencies to litigation. Key evidence includes direct quotations from comments submitted by the Departments of Defense, Treasury, NASA, EEOC, and others, warning that forced ranking degrades organizational effectiveness, undermines collaboration, and may conflict with federal regulations requiring objective, criteria-based performance assessments. The White House is reported to have intervened in the rulemaking process by recommending a ban on union grievances over performance ratings — a provision OPM adopted — while also advising OPM on terminology and justification strategy. The article concludes that OPM plans to implement the new system by the fiscal year 2026 performance review season, despite widespread internal resistance and unresolved legal and operational concerns.